Selection of a Supervisor - Workplace Safety North · Selection of a Supervisor 5 Introduction...

Workplace Safety North

Selection of a Supervisor

October 2013

Selection of a Supervisor 2

Workplace Safety North 690 McKeown Ave., PO Box 2050 Station Main North Bay, ON Canada T. (705) 474-7233 F. (705) 472-5800 www.workplacesafetynorth.ca

Workplace Safety North (WSN) is the health and safety association serving underground and surface mines, pits, tunneling, smelters, refineries and related sectors in Ontario. We provide auditing and consulting services, training and information to help our member companies meet our shared vision of an industry where every worker comes home safe and healthy, every day. The information contained in this publication is for general educational and informative purposes only. WSN makes no representation, expressed or implied, with regard to the accuracy, reliability or completeness of this information, and cannot accept any legal responsibility or liability for any errors or omissions. All rights reserved. No part of this publication may be reproduced, stored in an electronic database or transmitted in any form by any means, electronic, photocopying, recording or otherwise, without prior written permission of WSN. WSN © 2013

http://www.workplacesafetynorth.ca/


Selection of a Supervisor

Table of Contents

Background 3

Acknowledgements 3

Introduction 4

Legislative Requirements 5

The Role of a Supervisor 6

Supervisor Selection Guide 7

Health & Safety Knowledge/Performance 8

Technical Skills/Knowledge 9

Communications & Interpersonal Skills 10

Management/Administrative Skills 11

Additional Resources 13

Appendix A: Selection of a Supervisor Checklist 14


Background

At the Industry Roundtable Checkpoint to Zero Harm in December 2011, a unique opportunity was

identified to help the mining industry in regards to the selection of supervisors. The industry agreed that a

key component of success is the identification and selection of competent supervisors with strong safety

values. The role was described as “a linchpin for health and safety within an organization.”

A discussion was held with the Technical Advisory Committee for Safety and Loss Control and the group

agreed to undertake the research and development of a tool or guide for industry to be used in the

selection process of supervisors. This guide is not exhaustive in nature, nor is it a training program or

manual for prospective supervisors. Rather this guide is intended to help the industry identify and select

potential supervisors.

This guide is, in part, the result of a review of practices currently used in the mining sector. It is through

this type of collaboration that the industry will achieve its mutual goal of zero harm and ensure all

workers go home safe and healthy.

Acknowledgements

Workplace Safety North wants to acknowledge the contribution of the Technical Advisory Committee for

Safety and Loss Control, as well as all of the companies that submitted and participated in gathering

information to develop this tool for industry.

Safety and Loss Control Technical Advisory Committee – 2013

Tom Shuman (Chair) Barrick Gold Corp. Brad Liddel (Vice-Chair) Goldcorp Inc. Dan Lahoux Glencore Canada Dave Stephens KGHM David Bernier Dumas Mining Donna Deforge AuRico Gold Inc. Ed Kalnins Cabo Drilling Corp. George Malciw Kirkland Lake Gold Inc. Glenn Stackus Ministry of Labour Greg Holmes Kirkland Lake Gold Inc. John Young Goldcorp Inc. Ken Leavoy Dumas Mining Lewis Paddock DMC Mining Services Perry Harvey Glencore Canada Rebecca McCullough Rubicon Minerals Corp. Ron Sizer First Nickel Inc. Gerry Champagne WSN


Introduction

First-line supervisors establish a stable foundation for a company. These supervisors are directly

responsible for day-to-day production and operations, health and safety leadership, mentoring, and job

performance of non-supervisory workers. As the management level closest to the worker, they are

literally in the middle between the demands of more senior managers and the needs, professional and

personal, of the workers. They must balance these demands and needs to safely, efficiently and

productively manage a team or workgroup. Because of this, first-line supervisors should be considered

pivotal leadership positions, and the selection of new supervisors should be regarded as a critical task to

be undertaken by human resources departments and management responsible for the hiring and

development of supervisors.

Broad experience has shown that the past performance of a worker in a non-supervisory position is not a

sufficient indicator of performance success at a supervisory level. Nor is popularity with co-workers

and/or managers a sufficient indicator. Yet in many companies first-line supervisors are selected because

they are the best workers, rather than the best leaders, or because their popularity is misconstrued as

leadership. In both cases, they may lack competency in key areas – health and safety, communications,

mentoring, and problem-solving for example – that are vital to success as a supervisor. These deficiencies

impair their supervisory performance, and consequently, limit the achievement of the teams they lead and

the success of the overall operation.

Identifying and selecting non-supervisory workers with all the required key competencies or with the

potential to develop all the key competencies to succeed as supervisors, will ensure that operational

targets will be met; that the vision and direction of senior management becomes a reality; and that the

health and safety needs of the company and workers are adequately met.


Legislative Requirements

The Ontario Occupational Health and Safety Act (OHSA) and Regulation 854 – Mines and Mining Plants

detail numerous duties and responsibilities for supervisors to fulfill. The legislation also imposes

standards in the selection of new supervisors.

OHSA defines ‘supervisor’ in Section 1 (1):

“supervisor” means a person who has charge of a workplace or authority over a worker;

The OHSA sets a standard for supervisors in Section 25 (2) (c):

when appointing a supervisor, appoint a competent person;

And the Act defines that standard in Section 1 (1):

“competent person” means a person who,

(a) is qualified because of knowledge, training and experience to organize the work and

its performance,

(b) is familiar with this Act and the regulations that apply to the work, and

(c) has knowledge of any potential or actual danger to health or safety in the workplace;

Regulation 854 adds only one specific requirement for a supervisor in Part 1 Section 10:

A supervisor, deck attendant, shaft conveyance attendant or mine hoist operator shall be capable

of communicating effectively in the English language.

As noted, both the Act and the Regulations detail numerous duties and responsibilities for which

supervisors must be competent to fulfill. The most significant responsibilities first-line supervisors must

be competent to fulfill are those which fall under the OHSA (Internal Responsibility System), The Duties

of Supervisor and Additional Duties of Supervisor.

Section 27 (1):

A supervisor shall ensure that a worker,

(a) works in the manner and with the protective devices, measures and procedures

required by this Act and the regulations; and

(b) uses or wears the equipment, protective devices or clothing that the worker’s

employer requires to be used or worn.

Section 27 (2):

Without limiting the duty imposed by subsection (1), a supervisor shall,

(a) advise a worker of the existence of any potential or actual danger to the health or

safety of the worker of which the supervisor is aware;

(b) where so prescribed, provide a worker with written instructions as to the measures

and procedures to be taken for protection of the worker; and

(c) take every precaution reasonable in the circumstances for the protection of a worker.


The Role of a Supervisor

To fulfill legislative requirements, a front-line supervisor must:

Be knowledgeable about health and safety

Be knowledgeable about the work

Be able to communicate effectively in English

Be able to communicate in writing

Be able to organize and coordinate tasks

Be able to motivate, lead, train and mentor non-supervisory workers

Be able to identify and convey hazards in the workplace

Additionally, competent and effective front-line supervisors:

Develop and maintain effective teams

Work cooperatively

Solve problems

Manage and administer information


Supervisor Selection Guide

There is no consistent identification and selection process for first-line supervisors in the mining industry.

Each mining company is different and therefore requires the latitude to implement its own process that

reflects its culture, size, unique needs and other factors. Similarly there is no one-size fits all process for

the identification and selection of all supervisors within a company or within an operation. Key skills and

competencies for supervision will generally vary due to the specialized nature of each part of a mining

operation.

Therefore, this guide is not intended to replace existing supervisor identification and selection processes,

but to complement those processes with attention to health and safety considerations, and to provide the

basis of a process to identify and select potential supervisors for companies that have no existing process.

In general, the following criteria are considered important for a competent supervisor in the mining

industry. The criteria, however, may not be all-inclusive of the criteria required by a particular company

or for a particular supervisory role. The criteria should be adapted to suit the specific needs of both.

The Selection Guide establishes key “Criteria” which should be considered in identifying first-line

supervisors, as well as important “Attributes”. To clarify what the Criteria and Attribute mean, a

“Definition” is provided. Candidates for supervisory positions should be classified as “Currently

Possesses” or “Potential to Possess”.

Candidates with the most “Currently Possesses” should be considered attractive candidates and their

development should be encouraged, planned and monitored with a view to advancement. Candidates with

only a few “Currently Possesses”, but otherwise considered with the “Potential to Possess” should be

considered potential future candidates in need of further support and development.

Should a candidate be considered not to possess or have the “Potential to Possess” a particular criteria or

attribute, they should not be considered candidates.


Health & Safety Knowledge/Performance

Criteria Attribute Definition Candidate

Currently

Possesses

Potential

to Possess

Health & Safety

Record Positive

Demonstrates awareness of the importance

of Health and Safety

Consistently works safely

Safe work record

Reports hazards to supervisor

Internal

Responsibility

System (IRS)

Awareness

Attempts to control hazards within his/her

authority

Reports hazards to supervisor

Awareness of Emergency Preparedness Plan

Voluntary

Involvement First Aid

Possesses First Aid Certificate (Emergency or

higher)

Mine

Rescue

Aware of role of Mine Rescue

The ability to serve as MR volunteer

JHSC Aware of role of JHSC

Has knowledge to access the JHSC

Risk Assessment Effectively Identify Hazards in the workplace

Assess the Risk

Control or Recommend Controls

Evaluate the effectiveness of the Controls


Technical Skills/Knowledge


Currently

Possesses

Potential to

Possess

Knowledgeable

about the work

to be supervised

Capable

worker Able to recognize hazards in his/her

workplace

Basic CC Successfully completed all mandatory

modules

Supervisory

CC

The ability to complete all mandatory

modules

Experience Thoroughly knowledgeable about the work

to be supervised

Learning Skills Self-

awareness

Demonstrates awareness of personal

limitations

Seeks information/assistance when

necessary

Shares experience/expertise with others

Work

Performance

Punctuality Reports to work on time

Completes work as scheduled

Respects break time

Reports absences, time off, vacations with

adequate notice

Attitude Positive

Model for co-workers

Willingly accepts responsibility

Respect Interacts respectfully with co-workers

Interacts respectfully with

supervisors/managers

Uses appropriate language

Discipline Clean personnel record


Communications & Interpersonal Skills


Currently

Possesses

Potential to

Possess

Communication Verbal

Ability to clearly communicate instructions

and information through verbal (oral)

expression

Aural Ability to understand verbal (oral)

instructions and information

Written Ability to clearly communicate instruction

and information through written expression

Literacy Ability to understand written instructions

and information

Interpersonal Teamwork Ability to work in a group of co-workers

Leadership Ability to lead a group of co-workers

Ability to motivate co-worker(s)

Coaching/

mentoring

Ability to transfer knowledge to co-

worker(s)

Ability to motivate co-worker(s)

Empathy Ability to recognize emotions being

experienced by co-worker(s)

Ability to respond appropriately to emotions

being experienced by co-worker(s)

Respected Treated with respect by co-workers

Treated with respect by

supervisors/managers

Trust

Acts in a trustworthy manner

Fulfills responsibilities

Appears to be trusted by others

Resiliency Ability to react professionally to criticism

Ability to provide constructive criticism


Management/Administrative Skills


Currently

Possesses

Potential to

Possess

Computer Familiarity Demonstrates knowledge sufficient to

competently fulfill specific needs for current

position

Organization/Pla

nning

Competency Ability to analyze situation

Ability to identify goal

Ability to identify possible courses of action

Ability to evaluate & select appropriate

course

Ability to apply plan

Implementation Competency Ability to follow plan(s) as directed

Ability to meet deadlines

Ability to achieve the required results

Problem-solving

skills

Competency Ability to identify & define problems

Ability to generate possible solutions

Ability to evaluate & select appropriate

solution

Ability to implement solution

Record-keeping Competency Keeps required logs and documentation:

Current

In a clear, understandable fashion

In an appropriate location

According to company procedures & policies



Currently

Possesses

Potential

to Possess


Additional Resources

Guidance Note for Effective Supervision of Safety and Health, Department of Mines and Energy,

Queensland, Australia, November 2008. http://mines.industry.qld.gov.au/assets/mines-safety-

health/guidance_note14.pdf

Beyond Our Sector: Identify a New Pool of Managers, Mining Industry Human Resources Council,

www.mihr.ca//en/publications/resources/BeyondourSector-FINAL.pdf

Merit Based Selection and Performance Assessment for Mineworkers, L. Emonds-Ward, B. Trendell,

University of Wollongong, 1998,

http://ro.uow.edu.au/cgi/viewcontent.cgi?article=1241&context=coal


Appendix A: Selection of a Supervisor Checklist

Note: Although this checklist is non-exhaustive it may be used as a guide to help companies

ensure a consistent approach.

Supervisory Candidate: Present Occupation: Date:

Position assessing:

Interview Team\ titles: HR:

STEP INDENTIFIABLES NEEDS TO

IMPROVE

ACCEPTABLE NOTES ATT:

1 Understands the legal roles and

responsibilities

2 Understands corporate structure

3 Understands company (IRS)

4 Knows general OHS hazards and

risks

5 Knows workplace hazards and

controls to be supervised

6 Understands workplace risk

assessment and controls

7 Knowledgeable in corporate

Emergency Preparedness Plan

8 Understands Incident

Investigation

9 Can conduct workplace

inspections


10 Understands and can explain the

five-point safety system

11 Has auditing ability.

12 Has training leadership skills

13 Can perform Job Task

Observation

14 Has very good communication

skills

Verbal in groups

Verbal one on one

Written general

Written procedures

Active listing

Conflict resolution

15 Motivation and discipline skills

16 Ability to recognize troubled

workers

17 Practices and leads off the job

safety

18 Ability to problem solve on the

spot (articulation)

19 First aid as required

20 Understands;

WHMIS/Chemicals

/Symbols

Industrial Hygiene

Medical Surveillance

Hazardous materials

21 Reports up and down

22 Work with the JHSC

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